10 Types of Leave in the UAE Employees Are Entitled To

10 Types of Leave In The UAE Employees Are Entitled to‍

Picture this: Imagine you’re in the middle of the Recruitment Process In UAE, and you’ve found your ideal candidate. You have everything set for their start date, but then you discover they’re entitled to a few weeks of leave before they even start. 

The UAE has specific types of leave, such as annual or maternity leave, that could affect your new hires’ onboarding process. Understanding these comprehensive leave policies will help you better support your new employee's work-life balance and keep your business running smoothly. This article will explore the UAE's progressive leave policies, demonstrating the nation's commitment to employee wellbeing and how it will impact your organisation.

Cercli’s global HR platform can help you learn about the types of leave UAE employees are entitled to. This will help you better prepare for your new hires’ onboarding and create a smooth transition for both parties.

10 Types of Leave in the UAE Employees Are Entitled To

1. Annual Leave

Employees in the UAE are entitled to paid annual leave once they have completed at least six months of continuous service with their employer. The progressive UAE Labour Law establishes this entitlement, demonstrating the nation's commitment to employee wellbeing.

Entitlement

• Employees with one year of service - Employees who have worked for a company for one full year are entitled to 30 calendar days of paid annual leave.
• Employees with six months but less than one year of service - Employees who have completed six months of service but have not yet reached one year are entitled to two days of annual leave for each completed month of service. For example, an employee with nine months of service would be entitled to 18 days of leave.
  
  If an employee’s service is terminated before they have used their accrued annual leave, they will be compensated for the unused leave based on the proportion of the year worked.

• Part-time employees - Employees’ annual leave entitlement is calculated proportionally based on their actual working hours per their employment contract. This ensures fairness for employees who work fewer hours than full-time staff.

Rules Regarding Use of Annual Leave

• Timing of leave – Employees are encouraged to use their annual leave during the year it is accrued. Employers can set the leave dates based on operational requirements, as long as they give the employee at least one month’s notice. This thoughtful leave system encourages employees to utilise their annual leave during the year it is accrued, promoting optimal work-life balance.
• Carry-over of leave – Employers and employees may mutually agree to carry over annual leave to the following year. It is important to note that the employer cannot prevent the employee from using accrued leave for over two years. Any unused leave after two years can be paid to the employee, who is entitled to be compensated at their basic salary rate.
• Payment during leave – Employees who take annual leave should receive their full salary during this time. If the employee works during their annual leave (with the employer's agreement), they will be entitled to receive payment for those days worked, and payment is calculated at the basic salary rate.
• Inclusion of official holidays – The calculation of annual leave also includes any official holidays specified by law or agreed upon between the employer and the employee. If the employee falls ill during their annual leave, the sick leave days may be included as part of their leave, provided they follow the correct process for reporting illness.
  

This comprehensive annual leave framework demonstrates the UAE's dedication to maintaining world-class employment standards protecting employees and employers.

2. Study Leave

Study leave is available to employees undertaking formal education, subject to specific eligibility criteria. Employees may be entitled to paid study leave to sit for examinations, provided they meet the following requirements:

Eligibility

• To be eligible, employees must have completed at least two years of continuous service with their employer.
• Duration – Eligible employees may take up to ten days of paid leave per year to attend examinations related to their course of study.
• Application Process – Employees must provide proof of enrolment in a UAE-based institution recognised for its academic excellence and culture of innovation.

Employers are expected to accommodate study leave requests where eligibility is met, enabling employees to prepare effectively for examinations and continue their professional development. In line with the UAE's visionary approach to continuous learning, employers are encouraged to support study leave requests where eligibility criteria are satisfied.

3. Bereavement Leave (or Compassionate Leave)

Bereavement leave provides employees with time away from work to grieve the loss of a close family member and attend to related matters.

The UAE Labour Law specifies the duration of bereavement leave as follows:

• Five days for the death of a spouse: Employees are entitled to five days of paid leave in such circumstances.
• Three days for the death of a parent, child, sibling, grandchild, or grandparent: Employees are entitled to three days of paid leave in such cases.

Bereavement leave is designed to support employees during a time of personal loss, giving them space to grieve, attend to funeral arrangements, and spend time with family.

4. Hajj and Umrah Leave

In the UAE, employees are granted special leave to perform religious duties, specifically for Hajj and Umrah. The provisions for each type of leave vary.

Hajj Leave

• Leave duration: Employees may be granted up to thirty days of unpaid leave to perform Hajj.
• Eligibility: This entitlement applies only once during the employee’s tenure with the employer.
• Paid or unpaid: Hajj leave is unpaid, and employees will not receive their salary during this period. Depending on the employer’s policy, the employee may opt to use annual leave or arrange an unpaid absence.

Umrah Leave

While the UAE Labour Law specifically guarantees Hajj leave, providing flexibility for Umrah leave arrangements between employers and employees, reflecting the nation's respect for religious observances while maintaining workplace flexibility.

Employers may consider the following options:

• Approve the leave and deduct the days from the employee’s annual leave balance.
• Authorise the leave as unpaid if no annual leave remains.

Employers are encouraged to clearly define their policy on Umrah leave to avoid ambiguity and ensure transparency.

5. Maternity Leave

Maternity leave is an essential entitlement for female employees, intended to allow sufficient time for recovery following childbirth and to care for the newborn.

The UAE Labour Law outlines specific provisions for maternity leave, reflecting the nation’s commitment to family welfare and maternal health.

Entitlement

Duration: Female employees are entitled to 60 calendar days of maternity leave, structured as follows:

• 45 days of fully-paid leave
• 15 days of half-paid leave

Maternity Leave Application

A female employee may apply for maternity leave up to 30 days before the expected delivery date. This proactive provision supports working mothers in preparing for childbirth.

Extended Maternity Leave

• Additional Paid Leave: If the newborn is unwell or has a disability, the employee is entitled to 30 calendar days of fully paid leave to provide care.
• Unpaid Leave: If the child’s condition persists, the employee may request an additional 30 days of unpaid leave. This must be supported by a medical certificate issued by a recognised healthcare provider.

Sick Leave Related to Pregnancy or Childbirth Complications

If a female employee experiences illness related to pregnancy or childbirth, she may take up to 45 additional days of unpaid leave, provided she submits a medical certificate confirming the condition.

Nursing Breaks Post-Maternity Leave

After returning to work, female employees are entitled to one or two daily breaks to nurse their child. These paid breaks may last up to one hour per day and are available for six months following the date of delivery.

Employers are advised to outline these internal policies to ensure transparency and compliance with UAE Labour Law while supporting working mothers’ well-being.

6. Paternity Leave

In August 2020, the UAE reinforced its forward-thinking commitment to family support by introducing a landmark amendment to the Labour Law, granting paid parental leave to employees in the private sector. This provision, extended to mothers and fathers, positions the UAE as a regional leader in fostering family-friendly workplace policies.

Entitlement

• Duration – Employees are entitled to five working days of paid parental leave following the birth of their child.
• Eligibility – The entitlement applies to both parents and may be taken by either the mother or the father, depending on their needs and family circumstances.

Significance

The UAE is the first Arab country to extend paid parental leave to private sector employees – an initiative designed to:

• Enhance work-life balance
• Promote gender equality in the workplace
• Support parents during the crucial early stages of childcare

Employers are legally required to grant this leave and provide full salary compensation for its duration, in line with the UAE’s continued efforts to cultivate a modern, inclusive, and supportive working environment.

7. Sabbatical Leave

In the UAE, sabbatical leave is a special provision granted exclusively to Emirati nationals employed in the private sector. This leave allows Emirati employees to take time off to fulfil their national service obligations, aligning with the country's dedication to civic duty and national pride.

Eligibility

• Only Emirati citizens working in the private sector are eligible for this type of leave.
• The leave is fully paid, enabling employees to complete their national service without experiencing financial hardship or employment disruption.

The UAE government has established clear frameworks to support Emiratis in balancing professional responsibilities with national service, ensuring that those called to serve do so with dignity, security, and institutional backing.

8. Official Leaves and Weekly Rest Days

Under Article 21 of the UAE Labour Law, private-sector employees are entitled to at least one paid weekly rest day. This rest day is typically specified in the employment contract or the internal company policy. Employers may offer additional rest days based on operational requirements or workplace culture.

Official Public Holidays

In addition to weekly rest days, employees are entitled to paid leave on official public holidays, as announced annually by the UAE government. 

These typically include:

• New Year’s Day
• Eid Al Fitr
• Arafat Day
• Eid Al Adha
• Islamic New Year
• Prophet Muhammad’s Birthday
• Commemoration Day
• National Day

It is considered best practice for employers to communicate the public holiday calendar in advance and maintain transparent policies on holiday work, compensatory leave, or payment arrangements.

Working on a Public Holiday

In instances where business operations require employees to work on an official holiday, Article 28 of the law mandates that the employer must offer one of the following:

• A substitute rest day, or
• Additional compensation – The employee is paid their standard wage plus at least 50% of their basic salary for the hours worked that day.

Example:
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If an employee's daily basic wage is AED 1,000, they must be compensated AED 1,500 for working on a public holiday (their regular AED 1,000 plus AED 500 as the 50% supplement).

Employers are advised to document all holiday work and corresponding compensation to ensure compliance and accuracy in payroll processes.

9. Sick Leave

Sick leave is a core employee entitlement in the UAE, designed to balance employee health and employer operational continuity. The provisions reflect the UAE’s commitment to creating a fair, supportive, and transparent work environment.

Entitlement Overview

Employees are eligible for sick leave after completing their probation period. Once eligible, they are entitled to up to 90 calendar days of sick leave per year, which may be taken consecutively or on separate occasions.

The pay structure is as follows:

• First 15 days – fully paid leave
• Next 30 days – half-paid leave
• Final 45 days – unpaid leave

This structured approach supports employee well-being while ensuring employers can maintain operational stability, a balanced model reflective of the UAE’s fair and forward-thinking labour policies.

Sick Leave During Probation

During probation, sick leave is generally unpaid and may be granted at the employer’s discretion. A valid medical certificate stating the employee is unfit to work must be submitted to request such leave. This reflects the UAE’s balanced approach to business needs and employee care during the early stages of employment.

Exclusions from Paid Sick Leave

Employees are not entitled to paid sick leave under the following conditions:

• If they are still within the probation period
• If the illness is linked to misconduct, including the inappropriate use of substances such as alcohol or narcotics
• If the employee has breached safety protocols, whether established under UAE law or internal company policy (provided these have been communicated)

Employers in the UAE are encouraged to maintain comprehensive health and conduct policies, reinforcing the nation’s commitment to workplace clarity and high standards of care.

Notification and Documentation

Under Article 31 of the UAE Labour Law, employees must:

• Notify their employer within three days of falling ill
• Submit a medical certificate from a recognised medical authority

Failure to follow these steps may affect leave approval or pay entitlements, so timely communication and proper documentation are essential.

Termination Due to Illness

Employees are protected from termination during authorised sick leave, per the UAE’s legal safeguards for worker health and security. If an employee exhausts their full 90-day entitlement and remains unfit to resume work, the employer may initiate contract termination.

In such cases, the employee remains entitled to end-of-service benefits under the UAE Labour Law. Any termination on medical grounds must be supported by comprehensive records and adhere strictly to legal procedures.

Best Practice for Employers

Employers in the UAE should integrate these sick leave provisions into employee handbooks, onboarding materials, and HR policies, ensuring legal compliance while reinforcing a culture of care and transparency. Clear and proactive communication upholds employee trust and strengthens organisational resilience.

10. Marriage Leave

With the introduction of the Sheikha Hind bint Maktoum Family Programme, newlywed government employees in Dubai are now entitled to ten days of paid marriage leave. This initiative underscores family stability while actively promoting work–life balance.

The generous ten-day paid marriage leave established under the pioneering Sheikha Hind bint Maktoum Family Programme currently benefits government sector employees in Dubai, showcasing the emirate's unwavering commitment to family values. At present, private sector employees are not included in this entitlement.

This forward-looking initiative supports Emirati newlyweds employed in the government sector, reflecting Dubai’s unwavering commitment to family values. It reinforces family stability and work–life balance as core pillars of the emirate’s broader family-oriented policies.

Unifying Payroll, Compliance, and People Operations Across Borders

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Whether you're managing a growing team of 25 or coordinating 500+ employees across multiple countries, Cercli provides the localised expertise and streamlined processes that MENA businesses need to scale confidently and manage remote teams effectively. Experience the only HR platform truly designed for how you do business in the Middle East. Schedule a demonstration today to speak with our team about our global HR system.

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Key Employer Responsibilities

Communicate Leave Policies

Defining leave entitlements is a key employer responsibility when managing employee leave in the UAE. This includes outlining the: 

• Various types of leave are available
• Their durations
• Eligibility criteria
• Procedure for applying

For example, employee handbooks should communicate the details of the various types of leaves: 

• Annual
• Sick
• Maternity
• Paternity
• Parental
• Bereavement
• Study leave

This information should not be buried in dense documentation. Instead, employers should review it with new joiners during onboarding, ensuring they begin their roles fully informed of their entitlements. Transparent leave policies minimise misunderstandings and foster trust.

Ensure Equal Access to Leave

All employees must be able to access their leave entitlements without bias or discrimination. This means enabling employees to take their annual leave within the year it is accrued, granting maternity and paternity leave when due, without career repercussions, and honouring bereavement and study leave entitlements in accordance with the law.

This goes beyond compliance. It communicates that your organisation genuinely values employee well-being and respects personal circumstances.

Track and Document Leave Properly

Maintaining a centralised leave management system is essential. This may be an HR software platform or an internal tracker. Still, it must be consistent across departments, fully transparent, regularly updated, and capable of generating reports for audits or dispute resolution.

Proper documentation helps prevent complications in the future, whether clarifying a misunderstanding or presenting records during a legal matter.

Collect the Necessary Supporting Documents

When employees apply for specific types of leave, such as sick, maternity, or bereavement, ensure they provide the necessary supporting documentation.

For example:

• Sick leave: Medical certificate from a licensed medical authority
• Maternity leave extensions: Medical confirmation of the extended condition
• Bereavement leave: Death certificate or official confirmation of bereavement

Requesting documentation is not about policing time off. It is about safeguarding the employee and the organisation by ensuring procedures remain fair, transparent, and consistent.

Ensure Coordination Between HR and Payroll Teams

According to legal guidelines, HR and payroll must work closely to ensure that employees on statutory leave receive accurate compensation, such as full pay, half pay, or unpaid leave. Unused annual leave must be compensated appropriately when an employee resigns or their contract is terminated. Leave entitlements are calculated based on tenure and contract type. 

Delays or inaccuracies in leave-related pay can lead to employee grievances and potential legal challenges. This is precisely why the UAE’s forward-thinking and well-established employment framework strongly emphasises fairness, transparency, and accuracy. Close coordination between HR and payroll is therefore essential to uphold compliance and maintain employee trust.

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Book a Demo to Speak with Our Team about Our Global HR System

Whether you're managing a growing team of 25 or coordinating 500+ employees across multiple countries, Cercli provides the localised expertise and streamlined processes that MENA businesses need to scale confidently and manage remote teams effectively. Experience the only HR platform truly designed for how you do business in the Middle East. Schedule a demonstration today to speak with our team about our global HR system.

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